D R . E . J . S A R M AA P R I L - 2 2 - 2 0 1 2

VISUALIZE HR ANALYTICS

PERSONNEL, HCM,HR

• Personnel Administration, Human Resources, or Human Capital Management, all these come down to people and management

• People are an integral part of understanding and managing

• the business.• Over the years, companies have spent

hard dollars to monitor the “soft” asset, the people.

• New tools and technologies provide unprecedented insight so organizations can easily make the most of this valuable asset

DO YOU KNOW HOW TO FACE THE CHALLENGES AS HUMAN RESOURCES PERSON

• There are three dynamics that make people management more complex than ever before in global organisations.

1. Variety and diversity 2. Local legal compliance needs3. Skills4. Type of engagement5. Spread across boundaries/culture

HR -NEW NORMAL

• Human Resources has challenge to create an agile, cohesive, skilled resource pool that

• enable the business to grow amidst complex economic situations.• Just as the woman here

 

HR is attempting to successfully standardize the quantification of a human resource’s value and their contribution

HR has to gauge to measure how an individual worker’s actions—productivity, innovation, resignation impact the business.

WHAT TOOL TO USE TO TRULY MANAGE

• Plenty of data is presented in reports, screens, or dashboards without correlation or context.

• tons of data but no real insight.• • Loose, connection to decisions

that need to be made.

• What does business really need in order to assimilate and make sense of all this data?

SECRET HR FORMULA-VISUALIZATION ENABLING HR

• Hieroglyphic-like pictograms were part of the written languages• Modern languages rely in

symbols • Symbols add meaning to

impart information and grasping easier .• Visual impact needs to be

given to data presented by HR

STRATEGIZE, VISUALIZE AND OPERATIONALIZE

• We really need to transform the data into a visual picture,• a diagram or symbol

representing a combination of elements that communicate business information.• This visualization, coupled

with modeling the “future,” allows managers to make involved decisions.

Current dashboards are still built to present information in bar graphs and pie charts. Not even radar chart or bubble graphs.

To view the data and its components in a “drawing,” is very compelling.Instant understanding of the information in the relevant context becomes easier

A Radar Chart, sometimes referred to as a Spider Chart or Star Chart, is a circular graph used primarily as a data comparison tool. These charts normally have a circular shape, but can also be displayed as a polygon.

Unlike most other chart types, the Radar chart does not plot an X value. Radar Chart X values are ignored for all Radar chart series. However, even though X values are ignored, the X axis is still used for the labels around the chart, as well as spacings between the label, and the chart itself.

The visual appeal is better than normal bar charts

Tools

UMT/Harvester

BI/DW

FunctionalVertical

Methodology

Soft skills

0%10%20%30%40%50%60%

Goal 2012 Saama MeanAbdul

Employee’s competency analytics across 7 dimensions

I have used this to make people see even adverse feedback on their test scaores

This chart replaced a traditional tableThe impact on people who received was stupendous

TurnoverThe rate of employees living the organization and being replaced by new employees.Turnover = Number of employees who left the organization / Total headcount.Cost of TurnoverCost associated with loosing current employees and replacing them with new employees. Example: Cost of hiring, Cost of training, Cost of Overtime.Involuntary Turnover (Termination Rate)

The rate of terminating employees due to poor performance.Involuntary Turnover = Number of terminated employees / Total headcount.

Voluntary Turnover

The rate of employees leaving the organization based on their own decision.  

Employee Attrition analytics

Getting Employee feedback about HR effectiveness is important HR excellence index is a system to develop and use to

measure internal customer satisfaction

it measures across 30 parameters. All scores are

then aggregated to arrive at over all indexThe metrics developed helps in strategizing improvement measures

HCM EFFECTIVENESS METRICS

Survey across all areas where HR has impactEvery employee rates on 10 point scale

Areas covered:

1. Policy2. Process3. Service level4. Service quality5. Responsiveness6. Knowledge and competency of HR staff

WHAT AWAY TO PRESENT HR EFFECTIVENESS SUMMARY

Note: All figures are Average of total responses.

POLICIES

Note: All figures are Average of total responses.

REWARD PROGRAMS

Note: All figures are Average of total responses.

BENEFIT

Note: All figures are Average of total responses.

EVENTS

Note: All figures are Average of total responses.

Note: All figures are Average of total responses.

IMMIGRATION, RM & PERF. MGMT.

Note: All figures are Average of total responses.

ISSUE HANDLING & FRONT DESK

SUMMARY

HR analytics must cover non traditionalAreas to be meanigfulHR analytics must Visualize , strategize and operationalize